A Route to Advance AI adoption

Bridging the Digital Skills Gap in the Modern Workforce

In today’s rapidly evolving digital landscape, the integration of Artificial Intelligence (AI) and other digital technologies into everyday business processes is not just an enhancement but a necessity. However, the transformation into a digitally dexterous organisation is not merely about deploying new technologies but about cultivating a workforce adept at leveraging these technologies effectively. This article explores how businesses can foster digital dexterity among employees and how these competencies can be strategically used in the hiring process to build a future-ready workforce.

Understanding Digital Dexterity

Digital dexterity is the ability and desire to exploit existing and emerging technologies for better business outcomes. Gartner’s research underscores that digital dexterity is not just about skills but also about cultivating certain competencies and mindsets that enable employees to approach digital initiatives with agility and confidence.

Core Competencies for Digital Dexterity

• Business Acumen: Understanding the broader business context and how technology can drive success.
• Adaptability: Being open to new methods and willing to experiment with iterative approaches in work processes.
• Political Savviness: Building and influencing networks within and outside the organisation.
• Fusion Collaboration: Working effectively across diverse groups to harness the benefits of digital initiatives.
• Systems Thinking: Seeing the big picture and understanding the interconnectedness of actions and processes within the business ecosystem.

Attracting Digitally Dexterous Talent

In the attraction phase of hiring, it is crucial to identify candidates who not only have the necessary technical skills but who also demonstrate these core competencies. Job advertisements should clearly articulate these needs, highlighting the importance of adaptability, collaboration, and systems thinking. Furthermore, leveraging platforms that cater to digitally savvy audiences can enhance the reach to the right candidates.

Identifying and Selecting the Right Candidates

During the selection process, traditional assessments must be complemented with strategies that evaluate a candidate’s digital dexterity.

Behavioural interview questions can uncover how candidates have used their digital knowledge in practical scenarios.

For instance, asking about a time they used digital tools to solve complex business problems can provide insights into their practical application of technical knowledge and systems thinking.

Role of Leadership in Cultivating Digital Dexterity

Leadership plays a pivotal role in embedding a digital-first mindset within the organisation. Leaders must not only endorse digital initiatives but also embody digital dexterity by being proactive adopters of technology. This commitment should be evident during the recruitment process, where leaders actively participate in attracting and evaluating potential hires, thereby reinforcing the culture of digital innovation.

Employees in companies where leaders “set the tone” are 2.4 times more likely to have high digital dexterity than in companies where leaders do not.

Developing Digital Dexterity Post-Hire

Once hires are made, the journey to build digital dexterity continues through structured onboarding processes, continuous learning opportunities, and performance management systems that prioritise digital growth. Programs like rotational assignments and digital literacy workshops can accelerate the integration of new hires into the culture of digital dexterity.

Case Study: Implementing Digital Dexterity at Scale

• During the period of the great talent transfer (or the great resignation) of 2021, I saw an opportunity to redefine the recruitment strategy at GroupM to prioritise digital dexterity. At a time when we were hiring 10% of the total employee base c2000+ hires.
• By integrating behavioural based assessments into their interview processes, GroupM were not only able to assess technical skills but also candidates' abilities to adapt and collaborate effectively under pressure.
• Post-hire, we implemented a digital dexterity bootcamps for all new employees, resulting in a measurable increase in their digital initiative outputs. That strategic decision put in place the foundational capability for future AI adoption in the workforce.

Employees with high levels of digital dexterity are 3.3 times more likely to launch and complete digital initiatives quickly and to deliver value from them than those with moderate digital dexterity.

Can You Afford to Wait?

As digital technologies continue to permeate every aspect of business, the need for a digitally dexterous workforce has never been more critical. By embedding the necessary competencies into the recruitment process and fostering an environment that values continuous learning and adaptability, organisations can ensure they remain competitive in the digital age. The journey to digital dexterity starts with hiring the right talent and continues with a commitment to developing those individuals into visionary leaders of digital transformation.

What I Cover

I write features and profiles on how artificial intelligence transforms strategic talent acquisition and workforce planning, with a particular focus on leadership and transformation.

My Background

The first decade of my career in talent acquisition focused on strategic hiring, workforce planning, and technology integration. I developed high-performing TA teams at Yahoo! Aegon and Cognizant, while working in Edinburgh, Dublin, and London, building scalable talent acquisition solutions.

In my second decade, I led strategic leadership and transformation efforts at Dunnhumby, Brainlabs, Just Eat, and GroupM, rebuilding recruitment functions and integrating data into C-level decision-making.

I'm currently focused on AI to stay at the forefront of evolving talent acquisition strategies and driving to improve the professionalism of hiring.